The people around the room were well-meaning, smart and ready to go. But not starting on time sets the wrong tone and example. Actions that do not reflect standards are communicated as part of the culture of your credit union; they trickle down and become the new standard of acceptability.

In another example, a CEO had a problem with a member of his board who was a vendor. This potential conflict of interest created an unnatural tension for the leadership team and flew in the face of their stated ethics policy. As a CEO, you hear it and pay attention. But then, if you sense potential trouble, do you act?

Do you communicate your concerns and take action to create an ethics policy that sets the tone and establishes the right foundation for behaviors on the board and throughout the credit union? Managing these sensitive issues to avoid both personal and organizational reputational risk is critical.

Have you ever watched the behavior of one of your team members internally and wondered if they are conducting themselves in the same way with your members? Don't be in denial and assume that it's just internal behavior. In our client base, we work with CEOs who are juggling many key strategic initiatives and are being held accountable by boards and shareholders and members to achieve results. If our communication doesn't fit their needs, we stop providing value. If a team member's style takes you off focus, or is constantly creating work due to lack of clarity in their communication, this is a sure sign that your members are being put off as well. Ensuring long-term member relationships is a basic objective of any credit union.

People who wear thin, internally, are wearing thin, externally as well. Think about whether you accept behaviors in your organization that you know are harmful to creating future opportunities.

During a recent medical visit, the doctor pointed out to her assistant that my chart reflected the wrong birth year. I couldn't help myself from pointing out the potential negative impact of this “minor” error, which could lead to subscribing the wrong medicine to the wrong person, increasing the length of time to get properly reimbursed, and the associated headaches and frustration from lost time spent to correct poor communication. View your communication with this kind of intensity.

When creating a strategic plan, listening and sharing data in the right way engages your team and engages your board, brings the right thinking to the table, increases learning from one another and leads to innovation. Identifying your values and beliefs helps to build a team and board based upon shared values that creates common bonds where members know what you and your organization stand for. It increases your ability to challenge your team and board based upon the right intellectual, not personal, issues.

Mission, vision and values are not buzz words. When developed correctly, they are extraordinarily meaningful and provide the foundation for all strategic decision-making. And strategic communication is no different. When communication is linked back to mission, vision and values, it is viewed in the most meaningful context and it will become a powerful differentiator for your credit union.

Stuart R. Levine is chairman and CEO of Stuart Levine & Associates LLC, a strategy, leadership and governance consulting firm.